Conspiracy Theories Surrounding The Assessination of John...

Conspiracy theories surround the average human in the world of education. Whether the average person chooses to ignore them or to accept them is one thing, but before any one person should put their faith in any one conspiracy theory, you must first study all the facts of that specific theory. There are hundreds of conspiracy theories that have been nagging at humanity for years; however, there are three main conspiracies that stick out more than others. The first being the JFK conspiracy theory, second is the moon landing conspiracy, and last the Illuminati. The John F. Kennedy assassination is and always will be one of the most controversial topics of all time. Perhaps the world will never know what was behind the fateful events of John F. Kennedy’s assassination on November 22, 1961. Many different groups have generated various theories as to the culprits behind the JFK assassination. Each grouping would claim to have the correct answer to the never-ending mystery. However, questions still exist concerning every single theory proposed. (Jim Mars XV) The accused killer of John F. Kennedy is Lee Harvey Oswald. If Oswald was the lone killer of President Kennedy, then one would think that all the information regarding the details of the assassination would have been forgotten over time (Jim Mars XV). James A. Garfield was the President in 1891. However, he was brutally murdered by Charles Guiteau while he was still in office. Charles Guiteau was a lone

Psychology and Health Issues Free Essays

Psychology and Health Issues: Stress By: Kimberley Messina HCA/250 Have you ever heard of the term â€Å"fight-or-flight† stress response? You will feel this when you have more to worry about and handle then you are used to, or simply, when you are stressed. When your body is going through the fight-or-flight stress response, your body will make more hormones that will speed up your heart rate, give you a burst of energy, and make you breathe faster than normal (Healthwise, 2009). There are times when a little bit of stress could be useful, such as if you need to react quickly or if you need to work harder on something. We will write a custom essay sample on Psychology and Health Issues or any similar topic only for you Order Now For example, If you are trying to win a race or finish any work that is important on time. When you have stress that lasts for a long time or if you have stress too often, then your body will most likely have a bad effect from stress. When you are overly stressed, you can experience headaches, back pain, sleeping issues, and an upset stomach. Furthermore, stress can lower your immune system which will make it harder for your body to fight off the disease. With people who have existing medical problems, stress can make your problem worse. Stress has been known to make a person moody, depressed, and tense. This has caused many people to not do as well with their school or job, as well as having their personal relationships suffer. The mind and the body are connected, which means that stress will impact a person’s psychological health just as much as their physical health. Stress can impair your thought process, mental exhaustion, and can cause depression, psychoses, and some neuroses. You will feel pressured, overwhelmed, anxiety, irritability, nervousness, insecurity, and can have panic attacks, social withdrawal, and migraines (Healthwise, 2009). When your psychological health becomes affected by stress, it can affect anything that you are doing, such as your job, parenting, and school work. As we mentioned earlier, stress can be beneficial if it is a small amount, this goes for your psychological health as well. It can have a positive affect on your motivation, reaction to your environment, and your adaptation. There are many psychology education programs that can help you identify your major stressors and help you manage any stress. One in particularly is called the Worksite Wellness Program, which is a site that was provided from my workplace. This website provides information on how to set up different activities and offers some guidelines on how to create some supportive policies and environments that revolve around stress management (). Within the website you can answer stress management questionnaires that can help employees assess their personal listening skills and their ability to handle stress. They also have handout notes that explain the workplace demands of the employees. Furthermore, there is an evaluation you can take within the website that will allow you to identify whether or not your worksite is ergonomically suitable so that you can reduce any risks for repetitive motion strains. Finally, the website my job offers has handouts that you can print that will help the employees learn how to manage their stress at home and within the workplace. There are many psychological health issues when it comes to stress, as I have mentioned above. The major psychological health issue with stress would have to be its ability to mentally impair you. What I mean by this is that when you are under an unhealthy amount of stress, it will negatively affect the way you think and act. Our lives are made up of many decisions that we must make, and when under this amount of stress, it can become difficult to think clearly and make the better choice. This is because when a person is stressed, it changes the brain and causes them to have an addiction, anxiety, or depression. Stress affects many different individuals and groups and according to the American Psychological Association, the top three causes of stress is due to the economy, work, and money. The developmental, social-cultural, and gender factors all impact stress. Developmental traits such as any behavior towards children that is abusive can cause them to have long-term abnormalities in the hypothalamus-pituitary system, which is what regulates your stress (UMMC, 2011). Also, children face stressors throughout school, whether it is bullying, peer pressure, and tests for classes. Personality traits could also impact stress. There are people who tend to over-respond to stressful situations, which will cause them to stress more than they should. Older adults’ response system to stress becomes more difficult. The older a person becomes will impact their stress because they have to worry about higher risks for medical problems, the loss of a spouse or friends, and financial stressors (UMMC, 2011). Women, especially working mothers, will face higher stress levels because they carry a heavier load of stress than men and other women. They are also at risk for more medical problems due to having a child. Divorced or widowed people tend to have more stress than people who are married. They also tend to live shorter lives overall. Furthermore, people who are isolated or lonely, are targeted for sexual or racial discrimination, and experiencing a financial strain are impacted by stress much more then other people. There are a many risk factors related to stress. Some can be controlled while others cannot. You can control some situations to avoid stress such as looking for better ways to manage your time so you can get more tasks completed without feeling pressure. Also, you can try out new ways of thinking such as stopping the worry thoughts and letting go of the things you cannot change (UMMC). Taking good care of yourself such as getting enough rest and eating well can help avoid stress because you feel better throughout your day. Finally, speak up and talk about your needs and concerns because it can cause stress if you do not. The stressors that can not be controlled are events such as a car accident or another traumatic event, and a serious biological illness. There is no cure for stress, but there are treatment options to help you manage your stress. You can have self-care in your own home or take medical treatments. Self-care in your own home would consist of removing yourself from the stressful situation or address it, regular exercise, healthy diet and nutrition habits, meditate, acupuncture, and creating social support for yourself. Furthermore, you can also write in a journal, make a hobby for yourself, and express how you are feeling with someone you trust. It is good to laugh, cry, talk, and even express your anger in healthy ways. There are medical treatments depending on the different types of symptoms you are experiencing and how severe these symptoms are. You can receive counseling by mental health professionals and medical intervention for any of the physical problems that are discovered (Melissa, 11/25/12). There are a few health promotion strategies to address stress. Educating yourself is the first step in promoting good health against stress. Having the knowledge on how to handle stress when it comes your way is a good way to prepare you on how to react when it happens. When a person becomes stressed, most of the time they react in a negative way, which makes things worse. Knowing how to relax and get a grasp on the situation will help you better control your emotions and make better decisions. The next step would be to make lifestyle changes. These lifestyle changes will consist of exercise, cognitive-behavioral therapy, and using relaxation or other alternative techniques such as herbal or natural remedies (HPI, 2012). Exercise is a great stress management technique that distracts you from the stressful event and balances out the negative affect that stress takes on your body. You can do aerobics, take walks, go swimming, and take yoga, or tai chi. There are many options to choose from and all you have to do is pick one. Cognitive-behavioral therapy will help you identify the source of your stress, reconstruct your priorities, change your response to stress, and find different methods that will allow you to manage and avoid stress. Relaxation or other alternative techniques can lower your blood pressure, respiration, and pulse, and release muscle tension and emotional strain (HPI, 2012). These techniques would include going for a massage, meditating, acupuncture, listening to music, going on vacation, and hypnosis. Herbal and natural remedies such as aromatherapy and valerian can help with your anxiety and overall stress. All herbal and natural remedies should be talked with your doctor first. Throughout this paper, I have provided an overview of stress and how psychology plays a role with it. Then I reviewed a current psychology education program called the Worksite Wellness Program that was provided from my employment. After that, I discussed the risk factors that can be controlled as well as how to control them, and which factors that couldn’t be controlled. Next, I discussed how developmental, socio-cultural, and gender factors impact stress. Then, I talked about the treatment options that are available to the public as well as the promotion strategies to address stress. Finally, I provided information on the lifestyle changes that people will need to enhance their health and methods to prevent stress. References: Healthwise. (October 14, 2009). Stress Management: Topic Overview. WebMD. Retrieved on November 21, 2012. From http://www. webmd. com/balance/stress-management/stress-management-topic-overview. UMMC. (2011). Stress- Risk Factors. University of Maryland Medical Center. Retrieved on November 21, 2012. From http://www. umm. edu/patiented/articles/who_at_risk_chronic_stress_or_stress-related_diseases_000031_6. htm. Melissa Conrad Stoppler. (November 25, 2012). Stress. eMedicine Health. Retrieved on November 22, 2012. From http://www. emedicinehealth. com/stress/page6_em. htm. Health Promotion International. (2012). Lifestyle, stress and work: Strategies for health promotion. Oxford Journals. Retrieved on November 22, 2012. From http://heapro. oxfordjournals. org/content/1/3/363. abstract. 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Managing People in Organization Service Work

Question: Discuss about the Managing People in Organization for Service Work. Answer: 1. Management of emotions in an organization is practiced to make the employees adopt the correct emotional resources that is required for the organizational environment and promotes work activities. The main objective of managing emotions of the employees is to know and optimize the emotional condition of employees. The emotional management is done at two level, personal or subjective level and interpersonal or social level. At personal level, it refers to the capacity of self-control, the ability to administrate the negative and positive emotions and the emotional intelligence (Posthuma 2012). The interpersonal or social level emotions refers to the emotional changes between clients and employees; and between leaders and employees Managing emotions plays an important role for the managers to cope up with the employees performance and meet the changes in the business environment. The organization coach and train the employees interpersonal skills so that they work effectively (Connelly, Gaddis and Helton 2013). If the emotions of the employees are suppressed then it may lead to negative consequences as they lead to outburst to the co-workers. However, the organization does manipulate the emotions from their end to achieve the target of the company. The organization tries to influence the emotions of the individuals to reduce the tensions among the group and to achieve the goal of the group in favour of organization. The managers manipulate emotions to create the desired work culture in the organization. The managers generally use several tactics to manipulate emotions (Thiel, Connelly and Griffith 2012). One such tactics use of arguments to push the other employees unintentionally so that he or she behave as per the requirement of the organization, Some of other tactics are form secret networks, prevent building trust and helping other person at work, hold the wrong information and interpret the rules in their own way and be ambiguous. The manipulation of emotions does cause deterioration of relationship among the employer and employee. Sometimes the managers try to manipulate the employees emotions to meet their interest which may lead to exploitative, deceptive, abusive results in the organization. If the managers desires to enforce positive action of the employees by manipulating emotions, then his behaviour will include praises, superficial, sympathy, char, facial expression, driving attentions etc. On the contrary, the managers negative enforcement like yelling, nagging, threats on the employees lead to fall in their performance. 2. The emotions of the employees at the workplace can be managed through conscious practices which are explained through the definition of emotional labour and the motivation theory of Herzberg. Emotion labour refers to the effort needed to have the desired emotion during the interpersonal transactions. The emotional expression of the employees is determined by the social environment (Mulki et al. 2015). The different dimensions of emotional labor are intensity of emotions, frequency of interactions, different varieties of emotions required and conflicts of emotions. All these are required to manage through conscious practices of the employees and employers. The emotions can be regulated at two points. First at the supreme point, the situations can be modified to adjust the emotions, the other are deployment of attention and make cognitive change. It involves making adjustment in the situation that induces emotional changes. The emotions of the employees can be in form of anger or joy, greeting people with showing delight or smile. The organization manages such emotions through training the employees in their behaviour towards clients. They train them to look pleasant in front of guest and not to show resistant at work which has a negative impact on other workers. The managers also counsel the employees who show intense emotions to reduce negative impact on other workers. In this context Herzberg two-factor theory can be explained where the factors explaining job satisfaction and job dissatisfaction are discussed. The performance and satisfaction of job is related to the emotional management of the employees. If the company takes care of factors that decrease job dis-satisfaction and the factors that increase job satisfaction then the emotions of the employees can be controlled to a large extent. Figure 2: Herzberg Two- Factor Theory of Motivation Source: (Zagelmeyer et al. 2016) The figure 2 gives the details of the factors which the organization should consider to decrease and the factors that should be considered to increase to reduce job dis-satisfaction and increase job-satisfaction 3. Subjective experience refers to conscious experience that an individual have and it may be different for different person. Every individual in an organization has different behavioural pattern and emotions. The management of the organization can bring subjective changes in the behavioural pattern by practicing the management of emotion of the employees (Kaplan et al. 2014). The emotions of the people in an organization have an influence on the disposition of task, personality of the people and decision making capabilities. Management can develop a flow of positive emotions by encouraging the employees to complete their task, by providing rewards and incentives on achievement of the employees and making occasional celebration at work place to energise the employee mentally so that they perform better. Management can also motivate the employees to perform better in their work as explained by Maslow Theory of Motivation. Figure1: Maslow Theory of Motivation (Source: Levi 2016) According to the Maslow Theory, the employees can be motivated if their basic needs, psychological needs and self-fulfilment needs are taken care of by the organization Management can reduce the impact of negative influence on the subjective experience of the people by regulating their emotional behaviour through several practices like counselling, training, avoidance of outburst of emotions and by creating congenial environment in the work place. Management reduces the negative emotions of the people by focusing on problem oriented strategies (Levi 2016). They look for solution to any problems that reduces the work efficiency of the people with surety Management can improve the interpersonal relations with the employees by managing their emotions and taking measures that develop trust and loyalty of customer. It influences the subjective experience and the workers get attach to the organization and perform good by controlling negative outburst of emotion. 4. The emotional labour refers to regulate the emotions to have controlled emotions and feelings at work place There are several employees who need to act professionally when dealing with rude customer and has to control their emotional outburst due to the rude behaviour of the customer. There are mainly two types of emotion labour, deep acting and surface acting. Deep acting refers to the practice of trying to feel a particular emotion that is think in their mind (Gao et al.2013). For example, John feels good when he thinks about playing football in the rainy reason. So when going to deal with customers, he use to think in mind about playing football in the rainy season and be in happy mood so that he would respond to the customers queries with enthusiasm and politeness. The other type of emotional labour is surface acting which refers to the situation when the people have to fake their emotions to meet certain rules of organization and society. For example, John was very sad due to his mothers sickness and was really difficult for him to concentrate on work. But he made himself look jolly and do the work happily and efficiently without letting anyone in the office know about his mothers illness. The emotion labour helps to understand how the employees can handle the upheaval of emotions at work due to several adversities at work that hurts their feelings. The opposite of this is emotional dissonance that shows the incapability of the employees to control their emotions (Brunetto et al. 2014). The actual emotional outburst become hindrance to their performance in job and obstructs their appraisal in the organization. Hence deep acting and surface acting should be utilized by the employees to control their emotions and behave according to the requirement of the organization so that their performance improves and they grow along with the growth of an organization. The employees who are able to practice emotional labour actually grow to the larger height than those who are emotional dissonance. 5. There are several theories and studies of group psychology that supports the belief of being more productive and creative when working in team than individual while others do not support the belief. In theory the Groupthink is the most famous theory where brainstorming is considered to be ideal for any complicated problem. However, in reality, brainstorming among the experts actually stops them to share their ideas due to difference of opinion and rigidity towards innovative ideas (Biron and Van 2012). On the contrary, the other theory of Social Pressure shows that the behaviour of one person in the group has its influence on the other person and this is how the group grows. Similarly, in company it is called as company culture, where if majority of the people believes in doing task on time then others and especially the newcomers also follows it. The theory group reject outsiders states that the group does not listen to the outsiders. They do exactly what they internally decide and follow the norms of the group. The Gossips theory states that, gossips are good for the group as it help in exchange of ideas and bring the members close to each other and understand each other thought process in a better way (Stewart and Shamdasani 2014). Lastly, the halo effect theory states that it impacts the decision making of the team. Always it does not result in right decision and so to overcome it, the group has to be aware of the halo effect and the decision should be based on data. Hence different theories have viewed the team work effectiveness differently. However, it can be said that team work does give effective results if the each member contributes honestly to the task and keep aside their emotions for bringing positive output of the task given to the group. 6. With reference to theories of group psychology, explain how the behaviour of people in organization is influenced by group dynamics. Group dynamics explains the behavioural and attitudinal features of a group. It discusses the manner in which groups are formed and the reason for which the group are formed. It explains the development of the groups which involves different stages like, storming, norming, forming, performing and adjourning (Sherif 2015). The development of these stages defines the behaviour of the people in the group which gets automatically followed by them. If the group development is done properly then the behaviour of the people in the group can be controlled. The group dynamics also consists of group structure, size, norms, roles, and cohesiveness (Raza and Bengtsson 2014). Each of the feature works for making the group efficient and productive. If the structure of the group is properly designed in terms of its size, norms and roles of each member in the group then it will develop the cohesiveness among the members of the group and the group will perform productively and effectively. Figure 3: An Optimum Model of Group Dynamics Source: Levi, 2016 In brief, group dynamics can be effective if the trust at the individual level, cohesiveness and adaptability at the group level and shared functions of the group at the organizational level is properly handled. The proper management of group dynamics will result in efficient contribution of the group member and thus brings effective results With reference to the group psychology theories, if the group dynamics are done properly then the theories may be successful in predicting the actual behaviour of the group in reality (Haslam et al. 2014). Hence the success of the theories of group psychology depends on the effective formation of group dynamics. Further, group dynamics depends on managing the trust of the group members and develop cohesiveness within the group so that each member adopts the changes in the group and share their work with delight and effectiveness. References Biron, M. and van Veldhoven, M., 2012. Emotional labour in service work: Psychological flexibility and emotion regulation.Human Relations,65(10), pp.1259-1282. Brunetto, Y., Shacklock, K., Teo, S. and Farr-Wharton, R., 2014. The impact of management on the engagement and well-being of high emotional labour employees.The International Journal of Human Resource Management,25(17), pp.2345-2363. Connelly, S., Gaddis, B. and Helton-Fauth, W., 2013. A closer look at the role of emotions in transformational and charismatic leadership.Transformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition (Monographs in Leadership and Management, Volume 5) Emerald Group Publishing Limited,5, pp.299-327. Gao, L., Guo, J.L., Fan, C. and Liu, X.J., 2013. Individual and group dynamics in purchasing activity.Physica A: Statistical Mechanics and its Applications,392(2), pp.343-349. Haslam, S.A., van Knippenberg, D., Platow, M.J. and Ellemers, N. eds., 2014.Social identity at work: Developing theory for organizational practice. Psychology Press. Kaplan, S., Cortina, J., Ruark, G., LaPort, K. and Nicolaides, V., 2014. The role of organizational leaders in employee emotion management: A theoretical model.The Leadership Quarterly,25(3), pp.563-580. Levi, D., 2016.Group dynamics for teams. Sage Publications. Mulki, J.P., Jaramillo, F., Goad, E.A. and Pesquera, M.R., 2015. Regulation of emotions, interpersonal conflict, and job performance for salespeople.Journal of Business Research,68(3), pp.623-630. Posthuma, R.A., 2012. Conflict management and emotions.International Journal of Conflict Management,23(1), pp.4-5. Raza-Ullah, T. and Bengtsson, M., 2014, January. Emotions in paradoxical inter-firm relationships: A conceptual framework. InAcademy of Management Proceedings(Vol. 2014, No. 1, p. 15851). Academy of Management. Sherif, M., 2015.Group conflict and co-operation: Their social psychology(Vol. 29). Psychology Press. Stewart, D.W. and Shamdasani, P.N., 2014.Focus groups: Theory and practice(Vol. 20). Sage publications. Thiel, C.E., Connelly, S. and Griffith, J.A., 2012. Leadership and emotion management for complex tasks: Different emotions, different strategies.The Leadership Quarterly,23(3), pp.517-533. Ward, J. and McMurray, R., 2015.The Dark Side of Emotional Labour. Routledge. Zagelmeyer, S., Sinkovics, R.R., Sinkovics, N. and Kusstatscher, V., 2016. Exploring the link between management communication and emotions in mergers and acquisitions.Canadian Journal of Administrative Sciences/Revue Canadienne des Sciences de l'Administration.